Özet:

Existing research on diversity predominantly focuses on diversity in physical, demographic characteristics, although benefits commonly associated with diversity occur as a result of differences in task-related attributes. For task-related diversity to lead to the purported advantage of applying a diverse set of knowledge and perspectives on a task, two conditions must be met. First, team members must be aware of their differences creating diversity. Second, members must be able to manage their differences. This paper attempted to answer three questions. 1. Do members’ perceptions of task-related diversity change over time? 2. How do the interplay between diversity and conflict change over time? 3. Do group norms reduce the negative effects and enhance the positive effects of task-related diversity on conflict? It was proposed that members’ perceptions of diversity would change over time intensifying intra-group conflict experienced within the team. Diversity related group norms were proposed to moderate the relationship between diversity perceptions and intra-group conflict. A longitudinal survey study of 186 individuals from 57 teams showed that, contrary to what was hypothesized, perceptions of task-related diversity decreased over time. The results also indicate that diversity-conflict relationship intensified until about the mid-point of the groups’ existence and then declined and that group norms moderated the relationship between diversity and conflict.

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